Conquer Key Conflicts: Fearless Empathy, #3

By Devi Sunny

"Do you crave to break free from the relentless cycle of adjustment?"

Ask yourself these five pivotal questions:

Are you tired of avoiding conflicts and arguments and ready to develop the courage to face them head-on? Assess your growth values.

Are you seeking practical strategies to transform conflicts into opportunities? Uncover opportunities for success.

Do you want to understand the benefits of conflicts and learn how to manage them effectively? Navigate for positive outcomes.

Are you ready to choose healthy battles and leave your comfort zone? Discover more authentic answers.

Do you want constructive confrontation? Foster a positive attitude and deepen relationships.

"Conquer Key Conflicts" offers 7 Effective Strategies to Stop Avoiding Arguments, Develop the Courage to Disagree, and Achieve Deserving Results in a Challenging Environment.

The natural ability to face conflicts is different for everyone. Certain people must consciously learn it as they cannot be assertive naturally. In the MBTI 16Personality types, Intuitive & Sensory Feelers require training in prioritizing their needs.

Discover a transformative guide to navigating conflicts with confidence and achieving excellent results. Explore the drawbacks of conflict avoidance, unlock the potential benefits of conflicts, and learn to choose healthy battles. This book takes you through the subtopics below, unraveling intriguing insights with examples.

1. Definition of Conflict
2. Triggers of Conflicts
3. Types of Conflict
4. Personality Types & Values
5. Values of MBTI Types
6. Personal Value Conflicts
7. What is Conflict Avoidance?
8. Signs of Conflict Avoidance
9. Conflict Avoidance or Value imbalance?
10. Values for growth
11. Result of Conflict Avoidance in Organisation.
12. Tips for Overcoming Conflict Avoidance
13. Should we encourage conflicts?
14. Disagreeing at work
15. Advantages of Conflicts at Work
16. Merits of Difficult Conversations
17. Conflict of Interest
18. Examples of Conflict of Interest at Work
19. Differentiating Conflicts
20. Arguments to Avoid
21. Choosing Value Conflicts for Success
22. Supporting the Right People in Conflicts
23. Conflicts and their Roots
24. Effective Confrontation
25. Mindful Confrontation
26. Tips for Constructive Confrontation.
27. Impact of Communication on Conflict Resolution
28. Effective Communication Strategies for Constructive Confrontation.
29. Importance of Active Listening
30. Applications & Benefits of Active Listening
31. Conflict Management Skills
32. Thomas-Kilmann Conflict Mode Instrument
33. Strategies for Value-based Conflict Resolution
34. Systems for Managing Workplace Conflicts
35. The Seven Strategies to Conquer Key Conflicts

From understanding the nature of disputes to embracing healthy confrontation, this book takes you on a journey of self-discovery and empowerment. With practical strategies for resolution, you'll develop the courage to disagree and achieve positive outcomes in any challenging environment.

• Language: English
• Publisher: Devi Sunny
• Release date: Jul 19, 2023
• ISBN: 9798223202134

Devi Sunny

Devi Sunny, bestselling author and founder of Clear Career, aims to promote inclusion and help individuals discover their unique strengths. Believing in the power of investing in one's personality strength, she mentors individuals in both career development and integrated personality development. Through her Clear Career Inclusive & Fearless Empathy series, Devi highlights the importance of developing empathy as a strength, particularly for individuals with rare personality types, such as intuitive feelers and empaths, who have the potential to become powerful catalysts for inclusion. Get a free copy of Your Personality Strength Report by contacting Devi at [e-mail] or visiting her website at www.clearcareer.in. Join Devi on a journey toward a brighter, more inclusive future.

Book preview

About the Book

Do you fear conflicts? You may or may not. Unfortunately, some people run away from arguments, and so lose out on what they deserve in the process. It could be either because such people are sensitive when it comes to arguments or because they may be of a passive nature. Shunning constructive discussions fails the parties involved. The silence of certain participants can mislead to the notion of an unanimous decision, when in actuality these decisions are restrictive and unhealthy in the long run. People who overlook to take any self-action on the matter of their silence are initiating self-sabotage by denying themselves the potential gains of assertive actions. Varied behaviour pattern has been scientifically proven through psychology tests of the different personality types and their natural preferences. Neuroscience provides evidence of divergent responses conditional to the primary cognitive functions, which differ for all 16 MBTI personality types. The nature of human beings ranges from healing, judging, thinking, efficient etc. If your natural skills are on one side of the spectrum, then acting against your natural tendency will take effort. Hence in spite of conflict management skills taught to people, their capacity to confront conflict will vary according to their personality type. Values like expressiveness and prominence are more impactful if used for an objective linked to a more significant cause. If people miss seeing the value their expression lends to a worthy cause, they limit themselves to constructive confrontations and courageous conversations. The right questions have the power to put an end to violations or injustice. It indicates that the action has been noticed and interrogated initially. People generally don’t expect passive people to be questioning. Docile natured people usually adjust to violations and injustice and try to maintain peace as they fear aggression. They fail to communicate their point of view, often leading to pent -up resentments and subsequent outbursts. Conflicts should be thus seen as constructive, as they will lead to a win-win situation by way of equitable results. Conflict avoidance is a personality trait individuals develop from the notion that competition is wrong and from the perception that those who initiate conflicts are rude. Therefore, people pleasers avoid conflicts at all costs. There is a cost towards impartial resolutions. Still, those conflicts are worth resolving. People who avoid conflicts lose out and deprive themselves of benefits and the justice that entails resolving the conflict. A fair resolution adds to their well-being and a happy life. Extreme passive tendencies will reinforce incorrect behaviour in people, thereby preventing the chance of potentially excellent and creative solutions. This book intends to make the reader be aware of building resilience to face conflicts to become successful.

Introduction

Change means movement. Movement means friction. Only in the frictionless vacuum of a non-existent abstract world can movement or change occur without that abrasive friction of conflict. -Saul Alinsky.

Have you ever heard of the boiling frog syndrome? It is an apologue describing how a frog placed in a vessel of boiling water will jump out as opposed to placing the frog in normal water kept to boil slowly, rendering the frog unreactive, not perceiving the danger, resulting in being cooked to its death. This scenario is associative of a situation where one fails to identify the threat of being in a potentially tricky situation and not responding appropriately. Have you ever experienced the boiling frog syndrome?

Cosmic science points out that the universe is not only expanding but accelerating as well. So are we. Growth is often uncomfortable. But it is inevitable. Consequently, conflicts will be manifold and facing them is necessary to move forward. Most human beings undergo a personality transmutation just as grapes into wine or carbon into diamonds, under circumstances of pressure. To move forward, it is apparent that you have to leave who and where you were behind. There will be haters to bring you down when you grow and swiftly progress. You will have to fight multiple battles – from within as well as from people who don't support your growth.

We are the heroes of our own life- as is everyone else in their own. So, what makes the villains? Are they the people who are in conflict with our thoughts and actions? In any situation, we like to play fair, just as we enjoy receiving our fair share of resources. When money is scarce, people compete. However, many aspire for more, others are happy with what they have, while still others are happy to share what they have. Unfortunately, some folk greedily grab from others leading to an imbalance.  Every person’s action will be justified in their eyes but the truth is somewhere in between. Can we say that each person reacts in accordance with their unique thought process and realities? In this book, we will discover the science behind it and the tools for a greater level of understanding.

It is the eternal struggle between these two principles-right and wrong. They are the two principles that have stood face to face from the beginning of time and will ever continue to struggle. It is the same spirit that says, You work and toil and earn bread, and I'll eat it." - Abraham Lincoln.

Saplings don't bear fruits; trees do. Their growing stages can be corresponded to a physical gym and the subsequent seasons supply the tree